I am a fairfax county employee and have requested to borrow against my 457 for a downpayment on a first time purchase of a home. Is there any way that you know of that I can have access to my money and pay it back over time?:confused:

Can a company have both a defined contribution plan, in which a participant contributes $40,000 a year (401k/PS plan) and also have a defined benefit plan (funding for the full 160,000) in the same year? In this case the DB plan is a 412i insurance funded DB plan.

I would appreciate your thoughts. Thanks.

Worker Benefit Plans (WBP) is a nationwide multi-employer administration company that serves 6,000 separate employers (in all 50 states) who employ a total of 30,000 employees. There are thousands of payroll systems used by these separately incorporated ¡§franchised¡¨ or ¡§chartered¡¨ employers. WBP invoices the costs for benefit plans (roughly $250 million annually) to these employers.

Membership eligibility is done on a worker by worker, individual by individual basis, including dependents, etc. We provide several plans including health, disability, accident, and a defined benefit retirement plan. We do our own accounting, systems and investment management. We utilize roughly 50 different vendors.

We are searching for a new software system that is web-based and will eventually allow individual cafeteria style enrollment on an annual basis for 30,000 employees (or at least cafeteria style enrollment for 6,000 employers). If you are aware of a comprehensive, single system, or sets of systems that accomplish this, please let me know (see below address).

Also, if you are another national, multi-employer system, please advise. Your help to the Lutheran Church would be most helpful. Many thanks for any help you can provide the church in this Easter season. May God bless you.

Sincerely in His service,

Dan Leeman, JD CEBS

President and CEO

The Lutheran Church„oMissouri Synod

Worker Benefit Plans

1333 S. Kirkwood Road

St. Louis, MO 63122

(314) 996-1700 ¡V Direct Line

Toll Free #: 1-888-927-7526

Email: Dan.Leeman@wbp.org

Worker Benefit Plans (WBP) is a nationwide multi-employer administration company that serves 6,000 separate employers (in all 50 states) who employ a total of 30,000 employees. There are thousands of payroll systems used by these separately incorporated ¡§franchised¡¨ or ¡§chartered¡¨ employers. WBP invoices the costs for benefit plans (roughly $250 million annually) to these employers.

Membership eligibility is done on a worker by worker, individual by individual basis, including dependents, etc. We provide several plans including health, disability, accident, and a defined benefit retirement plan. We do our own accounting, systems and investment management. We utilize roughly 50 different vendors.

We are searching for a new software system that is web-based and will eventually allow individual cafeteria style enrollment on an annual basis for 30,000 employees (or at least cafeteria style enrollment for 6,000 employers). If you are aware of a comprehensive, single system, or sets of systems that accomplish this, please let me know (see below address).

Also, if you are another national, multi-employer system, please advise. Your help to the Lutheran Church would be most helpful. Many thanks for any help you can provide the church in this Easter season. May God bless you.

Sincerely in His service,

Dan Leeman, JD CEBS

President and CEO

The Lutheran Church„oMissouri Synod

Worker Benefit Plans

1333 S. Kirkwood Road

St. Louis, MO 63122

(314) 996-1700 ¡V Direct Line

Toll Free #: 1-888-927-7526

Email: Dan.Leeman@wbp.org

Worker Benefit Plans (WBP) is a nationwide multi-employer administration company that serves 6,000 separate employers (in all 50 states) who employ a total of 30,000 employees. There are thousands of payroll systems used by these separately incorporated ¡§franchised¡¨ or ¡§chartered¡¨ employers. WBP invoices the costs for benefit plans (roughly $250 million annually) to these employers.

Membership eligibility is done on a worker by worker, individual by individual basis, including dependents, etc. We provide several plans including health, disability, accident, and a defined benefit retirement plan. We do our own accounting, systems and investment management. We utilize roughly 50 different vendors.

We are searching for a new software system that is web-based and will eventually allow individual cafeteria style enrollment on an annual basis for 30,000 employees (or at least cafeteria style enrollment for 6,000 employers). If you are aware of a comprehensive, single system, or sets of systems that accomplish this, please let me know (see below address).

Also, if you are another national, multi-employer system, please advise. Your help to the Lutheran Church would be most helpful. Many thanks for any help you can provide the church in this Easter season. May God bless you.

Sincerely in His service,

Dan Leeman, JD CEBS

President and CEO

The Lutheran Church„oMissouri Synod

Worker Benefit Plans

1333 S. Kirkwood Road

St. Louis, MO 63122

(314) 996-1700 ¡V Direct Line

Toll Free #: 1-888-927-7526

Email: Dan.Leeman@wbp.org

Worker Benefit Plans (WBP) is a nationwide multi-employer administration company that serves 6,000 separate employers (in all 50 states) who employ a total of 30,000 employees. There are thousands of payroll systems used by these separately incorporated ¡§franchised¡¨ or ¡§chartered¡¨ employers. WBP invoices the costs for benefit plans (roughly $250 million annually) to these employers.

Membership eligibility is done on a worker by worker, individual by individual basis, including dependents, etc. We provide several plans including health, disability, accident, and a defined benefit retirement plan. We do our own accounting, systems and investment management. We utilize roughly 50 different vendors.

We are searching for a new software system that is web-based and will eventually allow individual cafeteria style enrollment on an annual basis for 30,000 employees (or at least cafeteria style enrollment for 6,000 employers). If you are aware of a comprehensive, single system, or sets of systems that accomplish this, please let me know (see below address).

Also, if you are another national, multi-employer system, please advise. Your help to the Lutheran Church would be most helpful. Many thanks for any help you can provide the church in this Easter season. May God bless you.

Sincerely in His service,

Dan Leeman, JD CEBS

President and CEO

The Lutheran Church„oMissouri Synod

Worker Benefit Plans

1333 S. Kirkwood Road

St. Louis, MO 63122

(314) 996-1700 ¡V Direct Line

Toll Free #: 1-888-927-7526

Email: Dan.Leeman@wbp.org

Worker Benefit Plans (WBP) is a nationwide multi-employer administration company that serves 6,000 separate employers (in all 50 states) who employ a total of 30,000 employees. There are thousands of payroll systems used by these separately incorporated ¡§franchised¡¨ or ¡§chartered¡¨ employers. WBP invoices the costs for benefit plans (roughly $250 million annually) to these employers.

Membership eligibility is done on a worker by worker, individual by individual basis, including dependents, etc. We provide several plans including health, disability, accident, and a defined benefit retirement plan. We do our own accounting, systems and investment management. We utilize roughly 50 different vendors.

We are searching for a new software system that is web-based and will eventually allow individual cafeteria style enrollment on an annual basis for 30,000 employees (or at least cafeteria style enrollment for 6,000 employers). If you are aware of a comprehensive, single system, or sets of systems that accomplish this, please let me know (see below address).

Also, if you are another national, multi-employer system, please advise. Your help to the Lutheran Church would be most helpful. Many thanks for any help you can provide the church in this Easter season. May God bless you.

Sincerely in His service,

Dan Leeman, JD CEBS

President and CEO

The Lutheran Church„oMissouri Synod

Worker Benefit Plans

1333 S. Kirkwood Road

St. Louis, MO 63122

(314) 996-1700 ¡V Direct Line

Toll Free #: 1-888-927-7526

Email: Dan.Leeman@wbp.org

Worker Benefit Plans (WBP) is a nationwide multi-employer administration company that serves 6,000 separate employers (in all 50 states) who employ a total of 30,000 employees. There are thousands of payroll systems used by these separately incorporated ¡§franchised¡¨ or ¡§chartered¡¨ employers. WBP invoices the costs for benefit plans (roughly $250 million annually) to these employers.

Membership eligibility is done on a worker by worker, individual by individual basis, including dependents, etc. We provide several plans including health, disability, accident, and a defined benefit retirement plan. We do our own accounting, systems and investment management. We utilize roughly 50 different vendors.

We are searching for a new software system that is web-based and will eventually allow individual cafeteria style enrollment on an annual basis for 30,000 employees (or at least cafeteria style enrollment for 6,000 employers). If you are aware of a comprehensive, single system, or sets of systems that accomplish this, please let me know (see below address).

Also, if you are another national, multi-employer system, please advise. Your help to the Lutheran Church would be most helpful. Many thanks for any help you can provide the church in this Easter season. May God bless you.

Sincerely in His service,

Dan Leeman, JD CEBS

President and CEO

The Lutheran Church„oMissouri Synod

Worker Benefit Plans

1333 S. Kirkwood Road

St. Louis, MO 63122

(314) 996-1700 ¡V Direct Line

Toll Free #: 1-888-927-7526

Email: Dan.Leeman@wbp.org

Worker Benefit Plans (WBP) is a nationwide multi-employer administration company that serves 6,000 separate employers (in all 50 states) who employ a total of 30,000 employees. There are thousands of payroll systems used by these separately incorporated ¡§franchised¡¨ or ¡§chartered¡¨ employers. WBP invoices the costs for benefit plans (roughly $250 million annually) to these employers.

Membership eligibility is done on a worker by worker, individual by individual basis, including dependents, etc. We provide several plans including health, disability, accident, and a defined benefit retirement plan. We do our own accounting, systems and investment management. We utilize roughly 50 different vendors.

We are searching for a new software system that is web-based and will eventually allow individual cafeteria style enrollment on an annual basis for 30,000 employees (or at least cafeteria style enrollment for 6,000 employers). If you are aware of a comprehensive, single system, or sets of systems that accomplish this, please let me know (see below address).

Also, if you are another national, multi-employer system, please advise. Your help to the Lutheran Church would be most helpful. Many thanks for any help you can provide the church in this Easter season. May God bless you.

Sincerely in His service,

Dan Leeman, JD CEBS

President and CEO

The Lutheran Church„oMissouri Synod

Worker Benefit Plans

1333 S. Kirkwood Road

St. Louis, MO 63122

(314) 996-1700 ¡V Direct Line

Toll Free #: 1-888-927-7526

Email: Dan.Leeman@wbp.org

Question for a knowledgeable soul: What State information must be included in an SPD. Any State information? Depends on the State? Where would I find official guidance on this issue?

In the case of a non-ERISA 403(B) account, does the Supreme Court's decision in Boggs v. Boggs limit my ability to utilize the account in a plan to fund the Bypass Trust of the non-participant spouse at death? Should these accounts be rolled into IRAs to increase planning flexibility?

I am reviewing an investment and administrative services agreement with Fidelity for a UK plan. The agreement provides that if any participants become US or Canadian residents, Fidelity will not accept investment direction from them; it will require direction from the trustee, Fidelity will not send prospectuses to the US or Canadian residents and if US or Canadian residents subsequently become plan participants, the plan may not mention the Funds to these individuals and the percentage of US and Canadian residents can not exceed 5% of total plan participants. Does anybody have any idea what this is about? Thanks. Ed

Maybe this is a dumb question. PEO handled all benefits of XYZ, Inc. including 401k plan. 2001 ADP test fails, refunds processed after 3/15/02. Who pays the excise tax? The PEO or XYZ?

Thanks for any help.

Does anyone know whether New Jersey has been grandfathered under 401(k)(4)(B)(ii) to permit it to maintain a 401(k) plan? I know that the state of Idaho has been grandfathered. See PLR 200028042. If no one knows, please let me know if you have suggestions as to where I may look for an answer. Thank you.

Controlled group, 2 members (A&B), 2 separate plans. I set up both plans under the same employer. List all employees in both plans. I am trying to do coverage testing for Company A. All of Company B's employees are put in an excluded division. Relius is treating all employees of Company B as eligible, but not benefitting, regardless of whether age and service requirtements have been met. I am fairly certain that Company B's employees still have to meet age and service to be included in testing. How can I make the test work properly?

I know can get around this by taking such employees out of the excluded division, but I would rather not do that. I want to carry the employees forward each year and I am afraid I'll forget to put them back in the excluded divsion once age & service have been met.

Thanks in advance for any guidance.

We are the TPA and document provider to a 401(k) Profit Sharing Plan. The Plan has a separated former HCE with several hundred thousand dollars in assets. The CPA for this plan insists that the plan can be re-written so that the separated participant is forced to rollover or cash out his account within 3 monhts, 6 months, or possibly a year after separation. I am unaware of such rules other than the TRA97 involuntary cashout for separated participants with balances under $5,000. Does he have any ground to support his thoughts about rewriting the plan to either exclude this former participant or force him to move his money?

It is my understanding that even if a plan has terminated it still needs to be restated to be in compliance.

Specifically I have a client that terminated his profit sharing plan and the final 5500 filing was submitted for his fiscal year end August 31, 2001. Now the document restatment has popped into my in basket and I am being asked what the effective date of the restated document is. My gut feeling says that it would be effective September 1, 2001, but that is after the plan is terminated which just seems "funny".

Any thoughts?

We will begin distributing funds to participants of a terminated profit sharing plan. Some participants are missing. Has the IRS or DOL approved the 100% withholding method for missing participants in a profit sharing plan?

The Plan has forfeiture and redistribution provisions for lost participants. But the problem is that such provisions contemplated an ongoing corporation (plan sponsor) and the corporation has dissolved. Thus, an amendment regarding 100% withholding seems an attractive option to remove the fund balances from the Plan without harming the value of a missing participant's account balance. Any problems?

According to the document the employee, upon rehire, becomes eligible for the plan in the same fashion the employee was when they left employment. This is only true if the participant did not have 5 Breaks in Service. Here is my dilema, the participant satisfied the eligiblity, but never entered the plan becuase they terminated prior to the entry date. I say the participant is eligible, but must wait until the next entry date to participate, and does not participate immediately because the employee was never really a participant even though they satisfied the eligibility requirements.

Is my thinking way off? Would someone be so kind as to set me straight on this topic.

Is it acceptable to use prior year in order to pass acp when the prior year discretionary match was 50% and the current year discretionary match is 25%?